Hi All, I am an HR Executive working in Dubai.
I am planning to introduce a self accomplishment file for the staffs where they can save their achievements and such things, at the end of the appraisal cycle, which would be submitted to the managers for review.
This would make the managers more efficient to write the employee's positives and negatives. Also, it would not underestimate the staffs by leaving out any of their achievements since all would be saved/recorded. Can you pls guide me on how this can be done systematically?
From United Arab Emirates, Sharjah
I am planning to introduce a self accomplishment file for the staffs where they can save their achievements and such things, at the end of the appraisal cycle, which would be submitted to the managers for review.
This would make the managers more efficient to write the employee's positives and negatives. Also, it would not underestimate the staffs by leaving out any of their achievements since all would be saved/recorded. Can you pls guide me on how this can be done systematically?
From United Arab Emirates, Sharjah
Hi all, I am looking for self assessment form/questionnaire being used in different companies. I need to create one for my organizations. Thanks Pragati
From India, Gurgaon
From India, Gurgaon
Dear anonymous,
Employees may write about their achievements in the Performance Appraisal(PA) of a specific performance cycle. This cycle could be for three or six months or a year. No need to devise separate form. It is not desirable to create a number of forms.
For Pragati: - Why you would like to introduce self-assessment in the performance appraisal? In your company, are employees mature enough to do this? What if the employee awards himself 100% marks but manager awards say, 60%? How would you resolve conflict in such case? Self-assessment forms are fine but you need to train each employee on certain set of competencies. Further, these competencies are to be divided into various levels like basic, learner, advanced, expert etc. Accurate assessment of the level is of the utmost importance. If not done that then self-assessment forms may become counter-productive and could become a source of demotivation. Please take into account this risk before introduction of this form.
Thanks,
Dinesh Divekar
From India, Bangalore
7884Employees may write about their achievements in the Performance Appraisal(PA) of a specific performance cycle. This cycle could be for three or six months or a year. No need to devise separate form. It is not desirable to create a number of forms.
For Pragati: - Why you would like to introduce self-assessment in the performance appraisal? In your company, are employees mature enough to do this? What if the employee awards himself 100% marks but manager awards say, 60%? How would you resolve conflict in such case? Self-assessment forms are fine but you need to train each employee on certain set of competencies. Further, these competencies are to be divided into various levels like basic, learner, advanced, expert etc. Accurate assessment of the level is of the utmost importance. If not done that then self-assessment forms may become counter-productive and could become a source of demotivation. Please take into account this risk before introduction of this form.
Thanks,
Dinesh Divekar
From India, Bangalore
The foundation of any PMS is a Competency framework -
Have you done a proper competency mapping exercise for your organization?
If the answer is yes - As Dinesh suggested you need not create multiple forms. The employees can map their achievements against the competencies (functional and/or behavioral) and showcase them during their review.
If the answer is no - You have 2 options 1) Go for a formal competency mapping exercise or 2) Make a format and ask them to map their achievements against the goals/KRAs set at the beginning of the year and use this format to showcase accomplishment against goals/KRAs during the reviews
What you are trying to do is a variant of Critical Incident Technique. You may read up more on this technique to get some insights.
Regards,
Parth Gupta
Factory HR Manager
Coca-Cola Bhopal
Email id -
Phone no. - +918000440906
From India, Jabalpur
Have you done a proper competency mapping exercise for your organization?
If the answer is yes - As Dinesh suggested you need not create multiple forms. The employees can map their achievements against the competencies (functional and/or behavioral) and showcase them during their review.
If the answer is no - You have 2 options 1) Go for a formal competency mapping exercise or 2) Make a format and ask them to map their achievements against the goals/KRAs set at the beginning of the year and use this format to showcase accomplishment against goals/KRAs during the reviews
What you are trying to do is a variant of Critical Incident Technique. You may read up more on this technique to get some insights.
Regards,
Parth Gupta
Factory HR Manager
Coca-Cola Bhopal
Email id -
Phone no. - +918000440906
From India, Jabalpur
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